Reclaiming the social in socialization: A practice‐based understanding of newcomer adjustment
Reclaiming the social in socialization: A practice‐based understanding of newcomer adjustment
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在社会化中回归社会：对新人适应的实践认识
DOI：
10.1002/hrdq.21384
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发表时间：
2020
影响因子：
3.3
通讯作者：
Roy K. Smollan
中科院分区：
文献类型：
--
作者：
Lisa Harris;H. Cooper–Thomas;Peter Smith;Roy K. Smollan
员工进入新角色的社会化为新员工和组织提供了保持或改进现有做法的机会。在本文中，从基于实践的角度与意义建构的概念相结合的想法，我们借鉴了新人和相关同事提供的多个视角来研究社会化过程。使用归纳、定性的方法分析了六个组织中的21个半结构化访谈，其中有四种类型的参与者--新人及其各自的同事、经理和人力资源（HR）代表--我们的发现揭示了新人之间的互动如何与这三种类型的内部人士影响新人对组织实践的制定。具体来说，从内部人员那里获得更多意义的新员工，反过来，有更多机会对他们的新生理解进行意义测试，并利用这些投入进行意义创造，从而复制组织实践。相反，新来的人在感知能力有限的情况下，感知能力就不那么强，而是更多地依赖以前的经验来理解他们的新环境，从而确定实践。具有丰富工作经验的新人将此作为意义构建的宝贵投入，允许准复制和确定更有可能被接受的组织实践，尽管并非总是如此。我们的研究结果突出了社会化的社会方面作为不可或缺的意义建构过程和实践的表现。为了优化社会化，所有的员工--新员工、他们的同事和人力资源--都应该考虑社会化的基本社会性质如何要求每一方调整他们的方法。
The socialization of an employee into a new role provides an opportunity for both the newcomer and the organization to maintain or improve current practices. In this paper, integrating ideas from a practice‐based perspective with the concept of sensemaking, we draw on the multiple perspectives provided by the newcomer and relevant colleagues to examine the socialization process. Using an inductive, qualitative approach analyzing 21 semi‐structured interviews in six organizations with four types of participant—newcomers, and their respective coworkers, managers, and human resource (HR) representatives—our findings shed light on how interactions between newcomers and these three types of insiders influence newcomers' enactment of organizational practices. Specifically, newcomers who received greater sensegiving from insiders had, in turn, more opportunity to sensetest their nascent understandings, and to sensemake using these inputs, leading to the replication of organizational practices. Conversely, newcomers with limited access to sensegiving were less able to sensetest, and instead relied more on previous experiences to make sense of their new environment, leading to the determination of practices. Newcomers with substantial prior work experience used this as a valuable input to sensemaking, allowing quasi‐replication and determination of organizational practices that were more likely to be accepted, although not always. Our findings highlight social aspects of socialization as integral to sensemaking processes and performance of practice. In order to optimize socialization, all stakeholders—newcomers, their colleagues, and HR—should consider how the fundamentally social nature of socialization might require each party to adapt their approach.
影响因子：
7.6
作者：
A. Vinokur;M. Ryn
通讯作者：
A. Vinokur;M. Ryn